The aggressive strain of flu currently making its way across the country is prompting experts to urge workers to stay out of the workplace if they get sick. This is excellent advice, but it is likely to lead to millions of lost workdays and billions of dollars in lost productivity.

The California Division of Occupational Safety and Health—known as Cal/OSHA—is issuing more citations to employers that violate a General Industry Safety Order requiring employers’ first-aid materials to be approved by a consulting physician.

An employee with a prior disciplinary history may deserve more severe punishment for rule-breaking than a co-worker with a clean record. However, you must document that history and the role it played in your decision-making.

The stock market is soaring. The unemployment rate continues to shrink. Consumer confidence just registered a 17-year high. Yet a new survey just revealed that U.S. employees feel more financially vulnerable than they have in several years.

Citing rules against discussing personnel matters, Rochester, Minn. city officials are remaining silent concerning a $1 million payout to a 25-year veteran of the city’s police force who was disciplined after making controversial online comments about current events.

Do you offer an extended training period for newly hired workers who will be performing high-skill, exempt administrative jobs? If so, you may have to treat them as hourly workers during the training period when they are not actually performing work, but learning how to do their new jobs.

This year’s flu season is suddenly shaping up to be worse than public health officials expected. To keep your employees healthy and keep your business running smoothly despite the influenza outbreak, it pays to launch an impromptu flu awareness campaign.

Sometimes, a long-term and apparently successful employee may not adjust well to a new supervisor—especially if that supervisor brings new or different performance expectations about the employee’s job.

If employers lose an employment discrimination case, they end up paying the worker’s legal bills in addition to back pay and other monetary awards. But what happens if the employer wins? Don’t count on the losing side paying up.

Good employers discipline everyone who violates work rules, without regard for protected characteristics. That may seem obvious, but sometimes supervisors get sloppy and decide that a particular employee should be punished for a violation another employee got away with.

When investigating sexual harass­­­ment, make sure you document every interview, including any with the alleged harasser. That way, if you end up discharging the alleged harasser, you minimize the chances that he might win a defamation lawsuit against your organization.

Default Widget

This is Sidebar 1. You can edit the content that appears here by visiting your Widgets panel and modifying the current widgets in Sidebar 1. Or, if you want to be a true ninja, you can add your own content to this sidebar by using the appropriate hooks.